Cameron HeroldFounder of the COO Alliance & Invest In Your Leaders Training

Why You Keep Hiring the Wrong People

1 Dec 2025 · 1 min

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0:53

Cameron Herold explains a structured hiring-evaluation method: define the core attributes you want (he cites leadership, goal orientation, and tenacity), then rate every candidate on each attribute using a bell-curve distribution (with fixed proportions assigned to ratings 1–5). Interviewers must be able to justify each numeric rating or they have failed to assess properly.

Questions this video answers

Leadership; goal orientation; tenacity.

1 → 10%; 2 → 20%; 3 → 40%; 4 → 20%; 5 → 10%.

Chapters

I like to rate people on a bell curve for each of the core things. So let's say that for a role you're looking for someone who has a good leader, good goal orientation, and very tenacious. I would define what each of those are, and then I would rate them on a bell curve where 40% of the candidates can get a three out of five, 20% of the candidates can get a two out of five, 20% of THE candidates can get a four out of five, 10% of THE candidates can get a one out of five, and 10% can get a five out of five. So everybody's going to get rated on leadership, and as long as there are three or four or five, we'll put them through to the next round. Right? Everybody's going to get rated on tenacity, and then we'll know where they are. But you don't want to go, I like the person. I don't care if you like them or not. Where are they on the bell curve for what we're interviewing them against? And if you can't rate them and state why you gave them that number, then the interviewer missed the mark.